{"id":3064,"date":"2009-06-30T11:29:35","date_gmt":"2009-06-30T11:29:35","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=3500"},"modified":"2009-06-30T11:29:35","modified_gmt":"2009-06-30T11:29:35","slug":"employee-performance-accountability-do-your-employees-know-what-is-expected-of-them","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2009\/06\/30\/employee-performance-accountability-do-your-employees-know-what-is-expected-of-them\/","title":{"rendered":"Employee Performance Accountability – Do Your Employees Know What is Expected of Them?"},"content":{"rendered":"

Effective employee performance management is the hallmark of any great manager or leader.  However, time and time again, we find managers and leaders whose performance management efforts are doomed from the start. How can this be? It all boils down to the employee’s perception of what is expected of them in their position.  Far too often, employees do not have a clear understanding of what is expected of their performance at work. Consequentially, performance suffers, management gets frustrated, performance suffers further, management gets even more frustrated, and the downward spiral continues until the employment relationship is ultimately terminated by one of the parties. Often times this ugly sequence of events can be easily avoided by taking the time at the beginning of the employment relationship to set clear performance expectation.  
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